Case Studies

Engineering Supplies Firm

Instructional Design Steps

Training Plan

1. Initial Consultation

Discovery call between a HR Officer and an Aptitude Management representative discussing challenges faced by the company.

2. Determine Skills Gaps

Managers and supervisors requiring improvement to their communication skills, including delivery of adequate feedback to staff. No clear strategy for managing performance and a need for leadership development was further identified.

3. Training Objective and Strategy

To provide face-to-face training addressing current skills gaps and encompassing units on:

  • Management
  • Leadership
  • Performance Management
  • Giving Feedback
  • Communication
4. Training Design

Recommendation that a modified course program targeting identified skills gaps be delivered.

5. Develop Evaluation Process

Completion of a skills gap analysis form by course participants rating competency levels before and after training.

Detailed feedback from HR regarding training objectives and what improvements were observed post-training.

6. Course Delivery

The course was delivered over 2 consecutive days onsite and further reinforced with post-workshop coaching sessions.

7. Program Outcomes

Objectives of training were successfully met by clear observation of the following areas:

  • Participants feeling more competent within their roles, with clear strategies for conducting regular one-on-one meetings, giving feedback and beginning to delegate work tasks.
  • Improved overall communication with observations made of new techniques covered in the course being applied to the workplace.
  • Performance conversations now regularly conducted with application of specific strategies covered within the training.
  • General team culture has noticeably improved.

Product Design Company

Instructional Design Steps

Training Plan

1. Initial Consultation

Discovery call between GM and an Aptitude Management representative discussing challenges faced by the company. Management team are still growing into their roles and spend too much time in the GM’s office asking for advice on how to deal with common day-to-day issues with staff.

2. Determine Skills Gaps

Managers requiring clearer definitions of what their individual roles and responsibilities entail and what requirements they have to independently deal with staff issues.

Confidence and assertiveness could be improved as well as strategies for problem solving and decision making. A general understanding of different behaviour styles between team members would be of further benefit.

3. Training Objective and Strategy

To provide face-to-face training addressing current skills gaps and encompassing units on:

  • Management
  • Assertiveness and Confidence
  • Problem Solving and Decision Making
  • Conflict Management
  • DISC® Profiling
4. Training Design

Recommendation that a modified course program targeting identified skills gaps be delivered.

5. Develop Evaluation Process

Completion of a skills gap analysis form by course participants rating competency levels before and after training.

Feedback to be received from GM regarding noticeable behavioural changes in management team observed post-training.

Noted improvements in staff performance and productivity due to enhanced management skills of course participants.

6. Course Delivery

The course was delivered onsite over 1 day and further reinforced with post-workshop coaching sessions.

7. Program Outcomes

Objectives of training were successfully met by clear observation in the following areas:

  • Participants feeling more confident in handling staff challenges and requiring less assistance from GM.
  • DISC® training being applied by managers leading to noticeable improvements in collaboration between management and staff.
  • A noticeable reduction in avoidable workplace conflict.
  • Team culture has noticeably improved.

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